Corporate - VP of People and Culture

at  Windsor Capital Group

Job Title: Vice President of People & Culture
Department: Corporate
Location: Santa Monica, CA
Reports To: CEO & President

ABOUT US:

Windsor Hospitality, with a rich 40-year history, excels in providing exceptional guest experiences in focused, full-service hotels across the U.S. Our approach combines personalized service with innovation to meet a broad spectrum of guest needs, making every interaction memorable. We’re not just hotel operators; we’re dedicated to making every moment count for our guests and empowering our team members to thrive in a supportive and dynamic environment.

QUALIFICATIONS:

• Bachelor’s degree in human resources, Business Administration, or related field; Master’s degree preferred.
• 10+ years of progressive HR experience, including experience in the hospitality industry, preferably in a hotel setting, with at least 5 years in a senior leadership role.
• Strong knowledge of HR best practices, employment laws, and regulations.
• Proven track record of developing and implementing successful HR strategies and initiatives.
• Excellent leadership, communication, and interpersonal skills.
• Strategic thinker with the ability to influence and drive change.
• Passionate about creating a positive work environment and fostering employee engagement and development.
  The salary range for this role is $150,000 - $200,000. We may ultimately pay more or less than the posted range, and the range may change in the future. Pay within the salary range will be based on several factors including, but not limited to, relevant education, qualifications, certifications, experience, skills, seniority, performance, and business or organizational need

ROLE OVERVIEW:

We are seeking a highly experienced and strategic Vice President of People and Culture to lead our human resources and culture initiatives. Reporting directly to the CEO, the VP of People and Culture will play a critical role in shaping the organizational culture, driving talent acquisition and development, and fostering employee engagement and satisfaction.

RESPONSIBILITIES:

Strategic Leadership: Develop and implement HR strategies aligned with the company’s mission, vision, and objectives. Provide leadership and guidance on all people-related matters to support business growth and success.
Talent Acquisition and Retention: Oversee the full recruitment lifecycle, from sourcing and selection to onboarding. Implement innovative recruitment strategies to attract top talent and ensure a diverse and inclusive workforce. Develop retention strategies to foster employee loyalty and reduce turnover.
Training and Development: Design and implement training and development programs to enhance employee skills and capabilities. Foster a culture of continuous learning and professional growth.
Worker’s Compensation: Manage the worker’s compensation program, including claims management, return-to-work initiatives, and safety programs. Ensure compliance with state-specific worker’s compensation laws and regulations in California, Nevada, North Carolina, and Georgia.
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Performance Management: Develop and implement performance management processes to drive high performance and accountability. Provide coaching and support to managers and employees to achieve individual and team goals.
Employee Relations: Serve as a trusted advisor to onsite HR representatives and leaders on HR-related issues. Implement effective employee relations strategies to promote a positive and respectful work environment.
Total Rewards (Compensation and Benefits): Oversee the design and administration of competitive compensation and benefits programs. Ensure compliance with state-specific compensation and benefits laws and regulations in California, Nevada, North Carolina, and Georgia.
Culture and Engagement: Champion the company’s values and culture. Develop and implement initiatives to enhance employee engagement, morale, and satisfaction. Lead diversity, equity, and inclusion efforts to create a supportive and inclusive workplace for all employees.
Compliance: Ensure compliance with all relevant employment laws and regulations. Develop and maintain HR policies and procedures to mitigate risks and ensure fairness and consistency. Ensure compliance with state-specific training requirements in California, Nevada, North Carolina, and Georgia.
Legal Compliance: Partner with outside legal counsel to ensure compliance with all relevant employment laws and regulations, providing guidance on HR-related legal matters in California, Nevada, North Carolina, and Georgia.